When talk of health care reform turns ugly

Whether you support it or scorn it, it’s clear that the new health care reform law has hit a nerve with many Americans. In homes, restaurants, coffee shops and every meeting place in between, heated discussions about the intent and effect of the new bill can be heard. And like a couple of ill-tempered children squaring off on the playground, it’s not always pretty.

But what about the workplace? How far can employees take their political views while on the clock – and what if casual discussions escalate and cross the line?

As a blogger over at LegalWorkplace.com so aptly suggests ...

While you can’t request that employees couch all political discussions at work, you can step in if their water-cooler exchanges dampen their productivity or become nasty.

Bottom line: It’s completely unacceptable for any workplace conversation to intensify to the point of throwing around racial slurs or outright threats. More than that, it’s grounds for immediate disciplinary action. If you witness this (or are the target of such behavior), you should report it immediately to a manager or supervisor.

Most employers would be wise to remind their workforce to behave appropriately online, too. Facebook is not the place for respected professionals to “let down their guard” and spout off their political views. Again, it comes down to remaining calm and balanced, which some people struggle with when their political views are challenged. You never know who among your friends (and business associates) on Facebook is following your rants and questioning your integrity as a result.

Have you noticed more health care reform-related discussions in your workplace? Are employees keeping their emotions in check so healthy discussions don’t turn into harmful debates?

When talk of health care reform turns ugly

It's a good Friday for job growth, too

On this sunny Friday afternoon, I thought I’d pass along some equally cheery news from the job front:

The U.S. economy posted its largest job gain in three years in March.

More specifically, the Department of Labor said employers added 162,000 jobs last month – 123,000 of those by private employers.

"It's just the beginning of a rise in private hiring that will help sustain the recovery," said Stuart Hoffman, chief economist at PNC Financial Services Group."They're not big numbers, but they're welcome numbers."

And although some of the news in the report was mixed, I’d like to sustain your good mood with only these additional, upbeat details:

=> Manufacturers added 17,000 jobs, the third straight month of gains
=> Temporary help services added 40,000 jobs, while health care added 37,000
=> Leisure and hospitality added 22,000 jobs
=> Even the beaten-up construction industry added 15,000 positions
=> Plus, the average work week increased to 34 hours from 33.9

This recent report comes on the heels of data earlier this week that showed consumers are stepping up their spending, and manufacturing activity is growing at its fastest pace in more than five years. As they keep a close eye on the numbers, economists are hopeful that the nation will steer clear of a "double-dip" recession, where growth slows after a short burst.

"The stars are starting to align here," said Brian Bethune, chief U.S. financial economist at IHS Global Insight.

It's a good Friday for job growth, too

Does this job make me look fat?

We can now count obesity among the harmful side effects of the lousy economy and stressed-out working conditions. A study by the University of Rochester Medical Center focused on more than 2,700 employees of a large manufacturing facility in upstate New York – an employer that, like many others throughout the country, has experienced layoffs and its fair share of recessionary fallout.

The study revealed that chronic job stress, combined with lack of physical exercise, is a big contributor to weight gain. Alarmingly so. In the case of this particular study, up to 75 percent of the employees were overweight or obese. (Most of the study participants were middle-aged, white, married, highly educated (college degree or more), relatively well-paid (earning more than $60,000 a year), with an average of almost 22 years at the company.)

Stress, whether it’s coming from home, work, the daily commute and anything in between, hurts our health directly and indirectly. Directly, it affects the neuroendocrine system and can lead to the unfortunate storage of abdominal fat. Indirectly, it is linked to bad habits like scarfing down on double-fudge brownies and nachos, or plopping down on a cushy chair instead of hitting the gym.

For the New York workers, a typical evening after a day of stressful meetings and sitting at their computers was “vegging out” in front of the TV for two or more hours. During times of staff cuts, the vending machines were quickly cleared of the snacks highest in fat and calories. And certain workers claimed they didn’t take the time to eat well or exercise at lunch because they were afraid to leave their desks for too long.

"In a poor economy, companies should take care of the people who survive layoffs and end up staying in stressful jobs," says Diana Fernandez, M.D., M.P.H., Ph.D., an epidemiologist at the URMC Department of Community and Preventive Medicine. "It is important to focus on strengthening wellness programs to provide good nutrition, ways to deal with job demands, and more opportunities for physical activity that are built into the regular workday without penalty." (ScienceDaily)

The concern, of course, is that this upstate New York facility reflects the health of most American workplaces.

So what can you do to discourage your employees from “stress eating” on the job, de-prioritizing their fitness goals and feeling burned out?

Wellness programs that support healthy eating (and back it up with better snack alternatives at the cafeteria, food carts and vending machines) are a good start, as are walking programs, discounted gym memberships and onsite, stress-reduction workshops. Good health isn’t something you shut off at the start of another hectic workday. Healthier lifestyles should be encouraged at work, for the benefit of both the employer and the employee.

Related posts:

Obesity linked to more expensive workers’ comp claims

Wellness investment yields better than 1:1 return

Employees hit the road for National Start! Walking Day

Limited healthy snack options test workers’ waistlines

Does this job make me look fat?

Breaks for breastfeeding workers under the health care reform act

Due to the exhaustive coverage in the past week and a half, most of us are well aware of the key changes that will occur under the recently signed Patient Protection and Affordable Care Act. But with all the attention the sweeping changes are getting, some of the smaller, less controversial, developments are flying under the radar.

Take breaks for breastfeeding mothers, for example. Under the new health care reform bill, employers covered by the Fair Labor Standards Act (FLSA), must provide “reasonable” breaks to mothers to express milk for their infants up to one year old.

The FLSA amendment also requires employers to furnish a private space, other than a restroom, for mothers to express milk. (Employers with fewer than 50 employees, however, may be excused from this requirement if it would “impose an undue hardship by causing the employer significant difficulty or expense.”)

While many states already require unpaid breaks and private areas for breastfeeding mothers, the health care reform bill will make it a federal requirement for employers.

For advocacy groups like the National Women’s Law Center, this is an important development for working women. As Kelli Garcia, a Fellow with NWLC and contributor to its blog, shares:

Not all mothers are able or want to breastfeed. Sometimes, it’s because there are too many barriers that make breastfeeding challenging for new mothers. Thanks to this law, fear of losing your job because you need to take a break to pump or fear of exposing yourself to your co-workers because you cannot find a private place to express breast milk will no longer be among those barriers.

Garcia adds that although it would be even better if employers were required to provide paid breaks for mothers to pump, the law is a step in the right direction.

In the meantime, lawmakers are working to define what is “reasonable” break time and appropriate private space, as well as the penalties for violating the requirements.

What about your company? Are you in a state that already requires this benefit to breastfeeding mothers? And if so, what have you done regarding scheduling and space to make these requirements a win-win for you and your employees?

Breaks for breastfeeding workers under the health care reform act

Step up to the plate with your company's spring training

For two months every year, Major League Baseball teams gather in the sunny states of Florida and Arizona to work out the kinks and prepare for a new season. It’s a time to refine their skills, make adjustments to their mechanics and practice, practice, practice … all before opening day in April.

Is it time for some spring training for your company team? Do your pitchers, catchers and position players need to get off the bench and hone their techniques for competitive play?

To borrow some thoughts from the Training Time rule book, you should start with a list of last year’s training – taking a good, hard look at what worked and what did not. Consider:

=> Which two training classes or programs got the highest ratings from participants? Which two or three garnered the lowest participant ratings?

=> Which training programs had the fastest participant sign-up rate? Which had the lowest?

=> Which training resulted in the largest impact on your employees' behavior, performance or productivity?

=> Which training was a complete flop? This could be people falling asleep, disappearing after breaks, daydreaming, texting under the table, negative behavior not changing or truly awful evaluations by participants. Be honest. Even if it was your absolute favorite session, if it flopped, it flopped.

=> Which training was the hands-down best for 2009? Again, be honest. Maybe it was one you hated or it was a pain to put together. But it worked and it worked well.

Finding the common factors

Now review your list and pinpoint the things your really good training sessions had in common. (And, of course, the things your really bad training sessions shared.) Look at:

Technique - Was it a lecture, video, activity, panel discussion or brainstorming session? Define the way information was conveyed.

Topic - Categorize your training sessions into a few topics. Management skills, productivity, legal issues, etc.

Training location - Where was the training presented? In a conference room, on the factory floor, offsite?

Teacher(s) - Who presented? Was it an individual or a team?

Tools - What tools were used in the training? Computers? Game show-like elements? Toys? Paper and pencil?

Timing - When was the training presented? First thing in the morning or right before quitting time? Over lunch or during a busy time of day? And how long did it last? An hour? All day? All week?

The hard part is over: You’ve identified the superstars and the minor leaguers. Now it's time to make changes in your training game plan that will improve play and lead to more wins.

Step up to the plate with your company's spring training

COBRA subsidy extended once again

It keeps going … and going ... and going.

The House recently passed legislation to extend the 15-month, 65% COBRA premium subsidy another month, until April 30, as well as emergency unemployment insurance benefits until May 5. (In early March, President Obama signed the Temporary Extension Act of 2010, which extended the COBRA subsidy until March 31 and unemployment insurance benefits until April 5.)

In the meantime, the Senate has passed a more comprehensive bill – the Tax Extender Act of 2009 - that would push these benefits out to year’s end, which the House is expected to pass. But if the vote comes after these latest deadlines have passed, another “stopgap” extender bill may be necessary.

Are you keeping your involuntarily terminated employees informed of these extensions, and their possible eligibility?

The Department of Labor (DOL) has released recommended language for communicating the COBRA extension to your employees. To keep things simple (and legally compliant!), check out our COBRA poster, employee notices and other recordkeeping resources.

COBRA subsidy extended once again

Getting better versed about E-Verify

As you already know, E-Verify is the free, Web-based system operated by the Department of Homeland Security (DHS) in partnership with the Social Security Administration (SSA). It compares employee information from the Form I-9 against federal databases to confirm that new hires are legally authorized to work in the United States.

But do you know some of the latest developments surrounding this federal program? Here are the top four:

1) It is mandatory for federal contractors

As of September 8, 2009, all federal contractors and subcontractors (including those who receive American Recovery and Reinvestment Act funds) are required to use E-Verify to check a worker’s employment eligibility. The rule applies specifically to contracts of more than $100,000 and subcontracts of more than $3,000.

2) Nearly ¼ of our states require E-Verify

While largely a voluntary program, E-Verify is required for public and/or private employers in 13 states (ten through legislation and three through executive orders).

3) Participation in E-Verify is growing rapidly

More than 182,000 employers are currently enrolled in E-Verify, with more than 8.7 million queries generated in 2009. As of mid-January, the number of queries in 2010 had already reached 3.6 million.

In addition, the number of registered employers is growing by more than 1,200 per week.

4) E-Verify participants must comply with posting requirements

In addition to following specific procedures for new hires, E-Verify users must clearly display both the English and Spanish Notice of E-Verify Participation and the Right to Work Poster. Together, they explain the employer’s use of E-Verify and the rights of employees.

Keep in mind that even if your business outsources I-9 compliance and employment eligibility verification (and E-Verify is part of that process), you must display these postings in the workplace.

Getting better versed about E-Verify

When work stinks ... literally

To you, it’s a lovely little air freshener that smells like spring rain. To your colleague down the hall, it’s a reeking time bomb that makes her feel lousy every time she catches a whiff of it.

According to WebMD, more than 2 million Americans suffer from fragrance allergies or sensitivities. For them, the products that make us nicer to be around in crowded elevators, such as colognes, perfumes, moisturizers, soaps, deodorant and aftershave, can be downright sickening. If they use fragranced products, they may develop a rash with redness, itching or blistering. And if they’re near someone who uses these products, whether on their body or in their environment (in the case of air fresheners), they may experience any number of symptoms – from sneezing, a runny nose and watery eyes, to headaches, difficulty concentrating and dizziness.

Needless to say, not a good scenario for getting your work done. Which is why more and more workplaces are encouraging their employees to be considerate of their fragrance-sensitive coworkers – and keep the aromatic body and room “fresheners” to a minimum.

For city workers in Detroit, MI, they’re more than “encouraged” not to wear fragranced products. It’s more like warned, thanks to a federal lawsuit filed in 2008 by a city employee who claimed a colleague’s perfume made it challenging for her to do her job. (msnbc.com)

Warnings now appear in the employee handbook, in the Americans with Disabilities Act (ADA) training and via postings that appear throughout city buildings.

In the case of my own company, the issue wasn’t as urgent, but one that needed to be addressed, nonetheless. Our Human Resources Manager sent a company-wide e-mail explaining fragrance sensitivity and asking everyone to be aware of it and take steps to “keep the air as breathable as possible at work.”

So what about your workplace? Have you had to address this issue and if so, how did you do it? For the extremely sensitive employee who lets you know about a fragrance allergy, could you be looking at a “reasonable accommodation” under the expanded ADA?

When work stinks ... literally

Until there are more hours in a day ...

This Sunday, March 14, Daylight Saving Time begins. Every year, as I’m adjusting the clocks scattered throughout my home (in the hall, by my bed, on the microwave, on my cell phone, on my laptop, etc. etc. etc.), I’m struck at how easily we can manipulate time. Yesterday, it was dark when I was leaving work; today, by the turn of the hour hand, it’s still light!

Which makes me think: On those days when the items on your to-do list are in the double digits, wouldn’t it be nice to just add an hour or two to the daily 24? There, I got all my work done AND I still have time for me, my family and a full night’s rest.

But until we can bend time (or freeze it so we can get “caught up”), we’re left to manage it. Like the clock-adjusting scramble every spring, it requires tweaks and changes that will help you stay one step ahead of your to-do list while keeping your sanity intact.

From an article on workplace productivity in G.Neil’s HR Library here are some tips:

Put it in writing. Write everything down and post it in a highly visible place to help clear your mind and allow more creativity to flow.

Prioritize. Organize your to-do list in order, with the most important tasks at the top of the list and those that can wait toward the bottom.

Just do it. If something on your to-do list can be completed within two minutes, do it right then and there for an immediate sense of accomplishment.

Be aware. Do your best to focus on one task at a time and be fully conscious in whatever you’re working on.

Find your best time to work. Tackle the most important tasks during the time of the day when you are most productive.

Guard yourself. Shut the door to your office, schedule a meeting with yourself or put on headphones to block out any unnecessary distractions.

Take a break. When you start feeling stressed or tired, step away from your desk or workspace and go for a walk.

Work with what you have. Accept the fact that there will always be something left on your to-do list at the end of the day. Go home, relax and deal with that task tomorrow.

Enjoy your time off. Use your days off to regroup and refresh. Time away from work is healthy and will improve your productivity when you return to the office. (See earlier post, Take your vacation days – you need ‘em! )

Until there are more hours in a day ...

The top 10 jobs of 2010

Based on their research of 200 different positions, CareerCast.com has ranked the “best” jobs for the new year. The Jobs Rated report compared careers across a variety of industries and took into account a handful of factors, including stress, working environment, physical demands, income and hiring outlook.

And in case you think you’re going to be “wowed” by this list, the article on the CareerCast site explains:

“ … top careers in the Jobs Rated report typically don’t stand out as the most glamorous, highest paying or most noble. Instead, they are the jobs that offer the greatest chance of enjoying a combination of good health, low stress, a pleasant workplace, solid income and strong growth potential.”

So with that being said, here’s the list:

1. Actuary
2. Software Engineer
3. Computer Systems Analyst
4. Biologist
5. Historian
6. Mathematician
7. Paralegal Assistant
8. Statistician
9. Accountant
10. Dental Hygienist

For more information, check out the article here.

The top 10 jobs of 2010

Does your harassment training cover mistreatment of men?

Workplace harassment can rear its ugly head in many different forms. The stereotypical image of harassment as the overbearing male boss making advances on a young, attractive female is a narrow-minded view. And if your training takes this same narrow-minded view, you could be tip-toeing around some legal landmines.

Take male harassment. Last year, the percentage of lawsuits the EEOC filed on behalf of male victims reached an all-time high – amounting to 14% of all cases.

A Seattle Times article explains:

While some cases allege harassment by female supervisors or co-workers, most charges involve men harassing other men. Sometimes it's unwelcome romantic advances. Other times, men are picked on because they are gay, perceived as being gay or not considered masculine enough for the work setting.

As the EEOC handles more lawsuits involving men, it’s also reinforcing the message that this type of harassment is unacceptable and unlawful. Case in point: Last November, the Cheesecake Factory agreed to pay $345,000 to six male employees who claimed they were sexually assaulted by a group of male kitchen staffers at a Phoenix-area restaurant.

Another case in point, this time involving women making unwanted advances toward men: Last year, the Regal Entertainment Group agreed to pay $175,000 to a male employee who claimed a female co-worker repeatedly grabbed his crotch.

While male victims may be less inclined to come forward with their harassment claims for fear of being judged or ridiculed, they shouldn’t be expected to suffer in silence either.

“All sexual harassment victims feel humiliated, lacking control and power," says Mary Jo O'Neill, a regional attorney in the EEOC's Phoenix District office.

How inclusive is your harassment training? Are you taking a broad view of every type of harassment that can surface in your workplace? And more important, are you educating your staff on the attitudes and actions against women and men that can get them in trouble?

Does your harassment training cover mistreatment of men?

Life's a "breach" if you mishandle protected health information

In late August 2009, the Department of Health and Human Services (HHS) issued new regulations requiring entities covered by the Health Insurance Portability and Accountability Act (HIPAA) to notify individuals when their protected health information (PHI) is compromised. Specifically, the HITECH Act requires businesses to report breaches affecting 500 or more individuals to HHS within 60 days of discovering the breach. It also requires that HHS post on its website a list of these reported breaches.

The “Breach Notification Rule’ is now in full play. Last week, HHS posted a list of breaches of unsecured PHI that affected 500 or more people. As summarized in the report, 27 of the breaches resulted from thefts of paper or electronic records. Other breaches were described as “Hacking/IT Incident,” “Loss,” “Incorrect Mailing,” “Unauthorized Access,” “Misdirected Email,” and “Phishing Scam.” The breach affecting the largest number of individuals was reported by Blue Cross Blue Shield of Tennessee. There, a theft of hard drives resulted in breaches of unsecured PHI affecting half a million individuals.

Does the new rule apply to you?

It does if you’re a HIPAA-covered entity or business associate, including most health care providers, health plans and health care clearinghouses. Employers who act as sponsors of group health plans may also be covered entities, depending upon their level of involvement.

What is a breach?

A breach occurs when 1) there has been “unauthorized” access, use or disclosure of “unsecured” PHI that violates the rule and 2) the disclosure “compromises the security or privacy” of the PHI, which means that it “poses a significant risk of financial, reputational or other harm to the individual.”

“Unsecured” PHI is any information that has not been rendered unusable, unreadable or indecipherable to unauthorized individuals through the use of a technology such as encryption and destruction.

Encryption - Proper encryption should use an algorithmic process to transform data into a form that is meaningless without a confidential process or key (which also must be protected).

Destruction - Hard copy PHI, such as paper or film, needs to be thoroughly shredded or destroyed so that it cannot be read or reconstructed.

Beyond enhancing your data security efforts, you have a responsibility to:

=> notify individuals when their health information has been compromised
=> update your HIPAA policies and procedures
=> educate employees on new procedures

Cover all the bases with our HIPAA Forms CD-ROM and Poster Bundle. It includes all the HIPAA compliance materials you need - from an Employee Information Poster and HIPAA Privacy and Security Policy to a Breach Incident Log and other essential forms - to stay in compliance.

For additional direction with your compliance questions, go to HIPAA FAQs.

Life's a "breach" if you mishandle protected health information

Under proposed bill, hiring an illegal worker could land you in jail

Last week, Rep. Frank Kratovil of Maryland introduced a bill that would increase prison terms and fines for employers who knowingly hire illegal workers. While current law imposes penalties if an employer shows a pattern of violations, the “Criminal Penalties for Unauthorized Employment Act of 2010 (H.R. 4627)” would expand the penalties for employing unauthorized aliens as follows:

Criminal Penalties
First offense: A fine of $2,500 and/or imprisonment up to one year
Second offense: A fine of $5,000 and/or imprisonment up to two years
Third offense: A fine of $10,000 and/or imprisonment up to five years

Civil Penalties
First offense: A fine of between $1,000-$5,000
Second offense: A fine of between $5,000-$10,000
Third offense: A fine of between $10,000-$20,000

Under current law, criminal penalties for knowingly hiring an illegal alien only kick in after an individual with direct hiring authority shows a “pattern or practice of violations.” The proposed bill would be more hard-hitting by authorizing imprisonment for any offense, as well as increasing the maximum terms of imprisonment, criminal fines and civil fines. Keep in mind, too, that these proposed fines and prison terms are per violation, with penalties increasing for repeat violations.

“Employers who hire illegal immigrants are not only breaking the law, but they are also undermining the legal immigration system, creating an unfair advantage over employers who are playing by the rules, and hurting American workers,” said Rep. Kratovil. “We can’t make progress toward reducing illegal immigration until we get serious about cracking down on the bad actors who are creating the incentives."

As we’ve warned countless times on this blog, this is no time to take chances when verifying an employee’s eligibility to work in the U.S.! Homeland Security is already stepping up inspections and enforcement for I-9 Form violations. And if this bill were to get passed, the impact for non-compliance could be that much more costly and crippling to your business.

For guidance with your I-9 practices and to protect your business from a potential audit, check out our latest podcast, Employment Verification Guidelines and Tips. Grab a cup of coffee, sit back and listen as employment law attorney Lillian Mojica covers the current employment verification guidelines and tips for ensuring every I-9 Form is completed properly.

Under proposed bill, hiring an illegal worker could land you in jail

Take your vacation days - you need 'em!

I love my time off. Whether it’s a ½ day to linger over a caramel latte and crossword puzzle, a day or two tacked onto a weekend for a
much-needed getaway or a full-out, 10-day vacation to explore someplace new, I savor my days away from the office. They’re a gift - a wonderful break in the routine and a perfect way to relax and regroup from the daily grind of working full-time.

But apparently quite a few employees are denying themselves that gift.

According to an online poll of nearly 700 people by Right Management, the human resources consulting division of the staffing firm Manpower, 66% of employees didn’t use all their vacation days last year.

And the main reason why? Cost. Many people don’t feel like they have the extra cash during these recessionary, belt-tightening times to take a vacation – so they just stay at work.

While I understand that few people can afford a luxury vacation to Europe right now (much less a road trip to Wally World), I still think it’s important to tap those vacation days. Even if they don’t act as true “vacation” days, they can be “take care of yourself, take a break from it all” days.

Experts on the subject back me up on this. “The research is clear that failing to take a vacation creates higher levels of stress and greater levels of disengagement at work,” says Douglas Matthews, Right Management's president and chief operating officer.

And for those who think it’s a risky move to step away from work when so many people are unemployed or getting laid off, that’s a type of martyrdom that simply isn’t necessary.

"It's silly to think that giving up vacation is going to make your colleagues think how important you are," says Connie Thanasoulis, a career services expert at the job search website Vault.com. "Take your vacation and let them miss you."

Yes, the show will go on, even if you aren’t there. And the payoff for taking those paid days off are great, including stress relief, rest and recuperation, and the satisfaction of feeling you’re in control of your own time.

Take your vacation days - you need 'em!

Nobody wins in the 'blame game'

Walk down the hall or into a meeting room right now and you’re bound to overhear an employee blaming someone (or something) else - whether it’s a coworker, a boss, a client, the weather or a bout of stomach flu – for his work falling short or a project hitting a snag. It’s most certainly not the fault of the person doing the finger pointing, and he’ll do everything in his power to convince you of that.

It’s called “passing the buck,” and in workplaces where this is the norm, it’s a huge drain on creativity and performance. Plus, it appears to be contagious.

In a study at Stanford University, researchers asked 100 participants to read a news clip outlining a politician’s failure, where one group’s article had the politician blaming special interest groups for the mishap and the other group’s article had the politician taking full ownership of the failure. Then, the participants were instructed to write about a failure of their own, and what they think caused it.

The results? Participants who read about the politician blaming others were twice as likely as the other participants to blame someone else for their own shortcomings.

Before this study, researchers had a good idea about who does the blaming, and why. Pessimists blame more than optimists (“The glass is half empty, and it’s your fault”) and narcissists are more likely to shirk responsibility for their mistakes (“I’m so great, I don’t mess up”). And the biggest reason we blame others? To protect our self-image.

Now researchers also know that finger-pointing is catchy, which is detrimental in any social setting, the workplace included. They know, too, that while a blamer is busily guarding her self-image by shining a spotlight on others, she’s paying a price.

"When an individual is always pointing to external reasons for your mistakes you won't learn from those mistakes, so it hinders your ability to learn and become more effective," said study team member Nathanael Fast, of the Department of Management and Organization at the University of Southern California. msnbc.msn.com

So what can you do to keep your company from turning into a bunch of finger-pointing whiners who throw everyone else under the bus? It starts at the top.

"If you're a leader, don't blame other people, at least not publicly. You might want to offer praise in public, but if you have to blame someone, do it in private,” says Fast.

It’s a matter of accountability, too. By taking responsibility for their own mistakes, managers and leaders can serve as positive role models. There’s nothing wrong with admitting that you struggled with a particular aspect of a work project, or that you made an outright mistake – as long as you close the loop by fixing the problem, or seek the help you need to resolve the issue.

The real mistake is blaming others – and sending the message that it’s OK to do so.

Nobody wins in the 'blame game'

How to deliver an Olympic-worthy performance in the workplace

As I sit glued to my TV screen each night watching the highlights from the 2010 Winter Olympics in Vancouver, I can’t help but draw some parallels between the performances on the ice and snow by the world’s top athletes - to those by everyday working folk in businesses large and small. Granted, the working professionals of the world aren’t competing for Olympic gold, but the challenges they face each day – and the tools they need to keep their head in the game – share some interesting similarities.

=> Let’s start with the obvious: training. Every Olympic athlete logs countless hours in local practice rinks, tracks and gyms honing their skills before they ever set foot on the world stage. Without this discipline and dedication, we’d never know the likes of Lindsey Vonn, Apolo Ohno, Shani Davis, Evan Lysacek and Shaun White.

And without regular, focused training to keep their individual technical skills sharp, and their contributions in line with the company's goals, most employees will remain merely average. Employee training and development is the biggest opportunity you have for increasing productivity, improving morale and boosting employee commitment. Neglect this and some of your best employees (or, potentially, your best employees) may forever remain in the shadows and on the sidelines.

=> Right on the heels of training comes tools. What are the resources you’re providing employees to get the job done? An Olympic figure skater wouldn’t arrive at the rink with broken skates, or an alpine skier to the slopes with a cracked ski. Neither should your employees expect to do their best with outdated equipment and tired processes. You know the saying, “Insanity is doing the same thing over and over again and expecting different results”? Athletes are constantly tweaking their training routines and trying out the latest sporting equipment in the hopes of performing faster, stronger, higher, longer. Perhaps it’s time to explore some new, affordable HR resources to give your employees a competitive edge and keep your business running more smoothly.

=> With nearly every sport, the coach plays a huge part in an athlete’s development and ultimate victory. In the interviews following a winning performance, an Olympic athlete almost always gives credit (often with a lot of tears and fist-pumping) to the coach. Are your managers acting like coaches – supporting and inspiring their direct reports on a daily basis, but also playing tough, when necessary, and pushing them to perform better? It’s a delicate balance that sets the great managers apart from the good managers. Again, with the right tools and training, your finest managers can achieve that balance and become something even more valuable to your organization – leaders.

=> Feedback is another important part of the athlete-coach relationship. In fact, it’s the essence of effective coaching. Athletes don’t practice in a vacuum, expecting their coaches to remain silent as they struggle with a certain move – or on the flip side, failing to cheer them on when they nail a difficult maneuver. Your employees need constant dialogue from their managers and supervisors, too. They should have the advantage of working side by side with someone that understands their challenges, praising them when they do well and providing thoughtful intervention and support when they fail. Performance management isn’t a once-a-year occurrence at review time but rather, a day-to-day dynamic that keeps the lines of communication open between an employee and a manager.

=> Finally, there’s the main event. After years of training and selfless dedication, the Olympic athlete gives the performance of a lifetime, beating all odds and leaving the rest of us speechless. Later, we swell with pride as these awe-inspiring athletes step up to the podium and graciously receive their gold, silver or bronze medals. And while the achievements in the workplace may never compare to the latest, gravity-defying trick on the half pipe or the fastest time on the Super G, they’re just as crucial to the advancement and success of your business. Don’t assume your best-performing employees know their worth and that’s enough. Reward them with the thanks and recognition they deserve – either through inexpensive perks now (such as a desktop award, title change or nicer office) or monetary benefits later (such as a raise or extra paid days off) when the economy picks up again.

So what about you? When the 2010 games officially close on February 28, and the Olympic torch is extinguished, will you remember the many lessons our top athletes have taught us? Let’s honor their accomplishments and keep a little of that Olympic spirit alive right here in our workplaces!

How to deliver an Olympic-worthy performance in the workplace

So what grates on your last nerve at work?

It’s been one of those mornings. You overslept, raced through your routine, tore a contact lens, spilled orange juice down the front of your shirt and hit every red light on your commute. When you finally DO get to work, you’re no more than 10 minutes in the door when Doom and Gloom Gary corners you and starts unloading about Project XYZ. It’s at that moment, before you’ve even had your first cup of coffee that you hear those words – the words that could possibly push you right over the edge: “Let’s touch base.”

Turns out, it’s office jargon like this (along with a handful of other irritations) that annoys workers the most, according to a survey of more than 1,800 people by London-based Opinium Research.

Not surprisingly, nearly two-thirds of the workers polled said these
day-to-day annoyances are enough to send their stress levels soaring – and one in 10 left a job because of them.

The survey uncovered these top 10, ‘nails-on-a-chalkboard’ irritants:

1. Grumpy or moody colleagues (37%)
2. Slow computers (36%)
3. Small talk/gossip in the office (19%)
4. The use of office jargon or management-speak (18%)
5. People speaking loudly on the phone (18%)
6. Too much health and safety in the work place (16%)
7. Poor toilet etiquette (16%)
8. People not turning up for meetings on time or at all (16%)
9. People not tidying up after themselves in the kitchen (15%)
10. Air conditioning too cold (15%)

And like a scene from “Office Space,” there’s the office jargon that creeps its way into the conversation of grown, otherwise rational adults. The top offenders:

Thinking outside the box (21%)
Let's touch base (20%)
Blue sky thinking (19%)
Blamestorming (16%)
Drill down to a more granular level (15%)
Let's not throw pies in the dark (15%) ** Now there’s one I’ve never heard before!**
I've got that on my radar (13%)
Push the envelope (12%)
Bring your A-game (11%)
Get all your ducks in a row (11%)

What about you? What gets your scruff up at work? What are your pet peeves? How would you complete the statement, “I’d love my job if it weren’t for …”?

As for my answer, I’ll have to get all my ducks in a row and get back with you.

So what grates on your last nerve at work?

"Home-Sweet-Home" ... and workplace, for 11.3 million workers

According to a recent report by the U.S. Census Bureau, the number of employees working from home (whether that be a 4th-floor apartment, house in the suburbs or local coffee shop) rose from about 9.5 million in 1999 to about 11.3 million in 2005. These workers made up 8 percent of the total U.S. workforce in 2005, an increase from 7 percent in 1999. Something else worth noting: Among the 11.3 million who worked at home in 2005, about 8.1 million did so exclusively - an increase from 6.7 million in 1999.

The most popular home-based occupations were professional (25%), executive, administrative and managerial (22%) and sales (18%). Some of the other findings regarding home-based workers:

=> Their average annual income was approximately $68,000
=> About 46 percent earned $75,000 a year or more
=> Those who split their time between work and an office had the highest number (54 percent) of high-paying jobs
=> They put in longer hours, with 11% reporting that they worked 11 or more hours in a typical day
=> Yet they enjoy more flexibility – about 23% reported that their weekly hours varied

And what does your typical "work from home" employee look like? (And no, I'm not talking about the PJs, sweats or baseball cap they may be sporting.) According to the report, that person is female (51 percent), age 35-54 (52 percent), white/non-Hispanic (82 percent) and college educated (47 percent).

Check out the full press release here.

"Home-Sweet-Home" ... and workplace, for 11.3 million workers

Morale, Schmorale -- Why treating employees badly now will hurt your business later

We all know the job market is a mess.

People with Masters degrees and years of experience are competing for entry level contract temp positions that used to go to college students looking to pick up some resume lines between their junior and senior year. Staffing levels at most companies are at all-time lows. And sales? Oh, let's not even go there.

By all accounts, this looks like a buyer's market when it comes to hiring and retaining talented employees. After all, where are they going to go if they express their discontent and write out that two week notice?

The answer may be "No where." And you may have them by the ... well, you know. But that's only for now. But like the proverbial elephant who never forgets, the mistreated, misused or abused employee will keep those memories for a long time. And when the economy recovers, you can bet your best and brightest will be out the door first, looking for greener pastures and better opportunities.

No matter how easy it may seem to keep people with no raises, lousy hours and triple assignments now, the best companies and the best managers know this kind of strategy will only doom their business in the long run. Sure, even the most forward-looking companies may be slashing their payrolls in order to ride out the storm, but they are treating their survivors well. They are paying attention to employee engagement.

And that means they are building a solid core of loyal, capable, well-trained and committed employees for the future.

When new hires come on board in the future, they'll need to learn the ropes and get some experience under their belts. And that core of solid, well-treated employees who lasted through the dark days and the down sales and saw their company's commitment to them will be the first to draw new staff members into the fold and make sure they understand just what a great company it is.

So what do you do when the budgets just won't bear a regular or standard pay raise? How do you say thank you to employees in a way that matters?

• First, give 'em what you can. Even if it's a 1% raise or a one-time bonus, let the hard-working double-duty working employees you still have know you are stretching the limits to give them SOMETHING. Remember, a flat wage means your employees are actually losing money year after year. (A caveat -- make sure your pay increases for senior management are just as flat as those in the rank-and-file. They will find out, no matter how closely you try to guard that secret!)
• Second, reward them with cost-free pats on the back. Let them take some time (during work hours, and of course, paid) to learn a new software, take a personal interest class at a local college or community center or volunteer for a favorite charity. Make school assemblies, little kid concerts and end-of-the-year school award ceremonies something they can attend without using their leave time. Boost their paid vacation time by one day, or declare their birthdays (or the next working day after it) a paid holiday for each employee. (I once worked for a company that did this, and it did make every employee feel special!)
• Work on what they're called. Give them a title that honors all that they do, even if the pay isn't there just yet. Of course you have to make sure the titles don't get your business into trouble with FLSA rules, but even within those guidelines, there is plenty of room for more impressive (and morale boosting) job labeling.

Posted via email from G-Neil's Posterous

Morale, Schmorale -- Why treating employees badly now will hurt your business later

How engaged are your employees?

The better question might be, "Do you know how to measure employee engagement?" Too many business owners and managers try to gauge employee engagement by walking the halls and making judgments about what they see. But monitoring water cooler activity or the number of cars in the parking lot after 5 p.m. or how long employees are taking for lunch doesn’t always cut it.

I think the answer is part psychology, part productivity. First, you must understand what makes your employees tick and the type of work environment that keeps their head in the game.

What does “everyone humming along, feeling like their work matters” employee engagement look like? The Gallup Organization’s Q12, a 12-question survey that identifies strong feelings of employee engagement, can help you peel back the layers.

Consider how your direct reports, your team, your department might answer these questions:

• Do you know what is expected of you at work?
• Do you have the materials and equipment you need to do your work right?
• At work, do you have the opportunity to do what you do best every day?
• In the last seven days, have you received recognition or praise for doing good work?
• Does your supervisor, or someone at work, seem to care about you as a person?
• Is there someone at work who encourages your development?
• At work, do your opinions seem to count?
• Does the mission/purpose of your company make you feel your job is important?
• Are your associates (fellow employees) committed to doing quality work?
• Do you have a best friend at work?
• In the last six months, has someone at work talked to you about your progress?
• In the last year, have you had opportunities at work to learn and grow?

A negative response to any of these questions could reveal gaps – and of course, opportunities for improvement - in the areas of training and development, performance management and motivation and recognition. What deserves more attention from your managers and leaders to turn these negatives into positives?

After psychology, there’s the matter of productivity. Assuming employee engagement means more is getting done, you need a way to measure that output. Businesses small and large are well-served by systems that allow them to evaluate real-time productivity and key business performance analytics. This type of information can provide a much clearer snapshot of employee engagement and performance than laps through the building to see who has his nose to the grindstone and who is lingering too long at the coffee machine.

Again, having the ability to review division, department and employee performance data helps HR managers and company leaders identify areas of strength and weakness. Top performers are easier to identify (and ideally, be recognized and rewarded) and weaker employees can be given a chance to improve.

How engaged are your employees?